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Adam Waytz is an Assistant Professor of Management and Organizations. His research uses methods from social psychology and cognitive neuroscience to study the causes and consequences of perceiving mental states in other agents and to investigate processes related to social influence, social connection, meaning-making, and ethics. Professor Waytz's research has been published in leading journals such as Proceedings of the National Academy of Sciences, Journal of Personality and Social Psychology, and Psychological Review. In recognition of his work, Professor Waytz received the 2008 and 2013 Theoretical Innovation Award from the Society for Personality and Social Psychology. Professor Waytz received his BA in Psychology from Columbia University, his PhD in social psychology from the University of Chicago, and received a National Service Research Award from the National Institute of Health to complete a post-doctoral fellowship at Harvard University.

The present research tested whether incidental exposure to money affects people's endorsement of social systems that legitimize social inequality. We found that subtle reminders of the concept of money, relative to nonmoney concepts, led participants to endorse more strongly the existing social system in the United States in general (Experiment 1) and free-market capitalism in particular (Experiment 4), to assert more strongly that victims deserve their fate (Experiment 2), and to believe more strongly that socially advantaged groups should dominate socially disadvantaged groups (Experiment 3). We further found that reminders of money increased preference for a free-market system of organ transplants that benefited the wealthy at the expense of the poor even though this was not the prevailing system (Experiment 5) and that this effect was moderated by participant's nationality. These results demonstrate how merely thinking about money can influence beliefs about the social order and the extent to which people deserve their station in life.

The present work provides evidence that people assume a priori that Blacks feel less pain than do Whites. It also demonstrates that this bias is rooted in perceptions of status and the privilege (or hardship) status confers, not race per se. Archival data from the National Football League injury reports reveal that, relative to injured White players, injured Black players are deemed more likely to play in a subsequent game, possibly because people assume they feel less pain. Experiments 1-4 show that White and Black Americans including registered nurses and nursing students assume that Black people feel less pain than do White people. Finally, Experiments 5 and 6 provide evidence that this bias is rooted in perceptions of status, not race per se. Taken together, these data have important implications for understanding race-related biases and healthcare disparities.

Human beings have an unusual proclivity for altruistic behavior, and recent commentators have suggested that these prosocial tendencies arise from our unique capacity to understand the minds of others (i.e., to mentalize). The current studies test this hypothesis by examining the relation between altruistic behavior and the reflexive engagement of a neural system reliably associated with mentalizing. Results indicated that activity in the dorsomedial prefrontal cortex, a region consistently involved in understanding others' mental states. It predicts both monetary donations to others and time spent helping others. These findings address long-standing questions about the proximate source of human altruism by suggesting that prosocial behavior results, in part, from our broader tendency for social-cognitive thought.

Dehumanization is a central concept in the study of intergroup relations. Yet while theoretical and methodological advances in subtle, 'everyday' dehumanization have progressed rapidly, blatant dehumanization remains understudied. The present research attempts to re-focus theoretical and empirical attention on blatant dehumanization, examining when and why it provides explanatory power beyond subtle dehumanization. To accomplish this, we introduce and validate a blatant measure of dehumanization based on the popular depiction of evolutionary progress in the 'Ascent of Man.' We compare blatant dehumanization to established conceptualizations of subtle and implicit dehumanization, including infrahumanization, perceptions of human nature (HN) and human uniqueness (UH), and implicit associations between ingroup/outgroup and human/animal concepts. Across seven studies conducted in three countries, we demonstrate that blatant dehumanization is: (a) more strongly associated with individual differences in support for hierarchy than subtle/implicit dehumanization; (b) uniquely predictive of numerous consequential attitudes and behaviors towards multiple outgroup targets; (c) predictive above prejudice; and (d) reliable over time. Finally, we show that blatant, but not subtle, dehumanization spikes immediately after incidents of real intergroup violence, and strongly predicts support for aggressive actions like torture and retaliatory violence (after the Boston Marathon bombings, and Woolwich attacks in England). This research extends theory on the role of dehumanization in intergroup relations and intergroup conflict, and provides an intuitive, validated empirical tool to reliably measure blatant dehumanization.

Book Chapters

Waytz, Adam. 2013. "Anthropomorphism: Understanding What it Means to be Human." In The Psychology of Meaning, edited by Keith Markman, Travis Proulx and Matthew Lindberg, Washington, DC: American Psychological Association.

Waytz, Adam, N. Klein and N. Epley. 2013. "Imagining Other Minds: Anthropomorphism is Hair Triggered But Not Hare Brained." In The Oxford Handbook of the Development of Imagination, edited by Marjorie Taylor, 272-287. New York, NY: Oxford University Press.

Young, L. and Adam Waytz. 2013. "Mind attribution is for morality." In Understanding Other Minds, edited by Helen Tager-Flusberg and Simon Baron-Cohen, New York, NY: Oxford University Press.

Waytz, Adam and Vasilia Kilibarda. 2014. Through the Eyes of a Whistle-Blower: How Sherry Hunt Spoke Up About Citibank’s Mortgage Fraud. Case 5-214-256 (KEL852).

In 2011, Sherry Hunt was a vice president and chief underwriter at CitiMortgage headquarters in the United States. For years she had been witnessing fraud, as the company bought billions of dollars in mortgage loans from external lenders that did not meet Citi credit policy and sold them to government-sponsored enterprises (GSEs). This resulted in Citi selling to GSEs such as Fannie Mae and Freddie Mac pools of loans that were considerably defective and thus likely to default. Citi had also approved hundreds of millions of dollars’ worth of defective mortgage files for U.S. Federal Housing Administration insurance. After reporting the mortgage defects in regular reports, notifying and working closely with her direct supervisor (who was subsequently asked to leave Citi after alerting the chairman of the board to these issues) to stop the purchase of defective loans, leaving anonymous tips on the FBI’s and the Department of Housing and Urban Development’s websites, and receiving threats from two of her superiors who demanded that she change the results of her quality control unit’s reports, the shy and conflict-avoidant Hunt had to decide who she should tell about the fraud, and how.

The case gives students the opportunity to recommend how Hunt should proceed based on their analysis of the stakeholders involved. To aid instructors, the case includes Kellogg-produced videos of Hunt—the only on-camera interviews she has ever given—explaining what happened after she reported the fraud to Citi HR and, later, the U.S. Department of Justice. Within the case, students are also briefly exposed to legislation and bodies pertinent to whistle-blowing in the United States, including the Dodd-Frank Act, the Sarbanes-Oxley Act, and the SEC Office of the Whistleblower.

This case won the 2014 competition for Outstanding Case on Anti-Corruption, supported by the Principles for Responsible Management Education (PRME), an initiative of the UN Global Compact.

Teaching Interests

Values-based leadership

Full-Time / Part-Time MBA

Values Based Leadership (KPPI-460-0) The first issue a leader in the role of manager, entrepreneur, investor or stakeholder must address about an organization concerns its "value proposition," whether deciding to enter an industry or to begin an undertaking. However, this analysis is incomplete if leaders fail to consider the wider impact of the organization's actions on its own employees and on society. This course focuses on the problem of incorporating a wide variety of value perspectives into decision-making. Values-based leadership involves the ability to take the disparate value propositions of various stakeholders and integrate them into a coherent vision. We explore how recognizing and incorporating competing values claims throughout the organization is often facilitated and hindered by a number of psychological, organizational and cultural processes. Students will come to understand the variety of underlying mechanisms managers of organizations typically have at their disposal to successfully implement values objectives and select among different approaches, while anticipating the constraints placed on choice by the organization's market and non-market environments.

Leadership in Organizations (MORS-430-0) This course provides students with the social science tools needed to solve organizational problems and influence the actions of individuals, groups and organizations. It prepares managers to understand how to best organize and motivate the human capital of the firm, manage social networks and alliances, and execute strategic change. This is accomplished through knowledge of competitive decision making, reward system design, team building, strategic negotiation, political dynamics, corporate culture and strategic organizational design.

Doctoral

The Individual and the Organization (MORS-424-1) Individual behavior in organizational settings. Topics include recent theory and research on social cognition, decision making, negotiation, groups, norms, fairness, and equity theory.